Work-life Integration

Question 1

A work-related syndrome characterized by emotional exhaustion, depersonalization, and lack of personal accomplishment.

Answer 1

Burnout

Question 2

An aspect of a job that an employee cognitively appraises as a welcome challenge and is often associated with a strong sense of accomplishment when overcome.

Answer 2

Challenge demand

Question 3

Beliefs, values, and norms that are shared across an organization and inform employee behavior.

Answer 3

Culture

Question 4

“The quality of individuals’ interactions with their work and strength of their commitment to their workplace, as characterized by vigor, dedication, and absorption.”

Answer 4

Employee engagement

Question 5

Extent to which employees are happy or content with their jobs or work environment.

Answer 5

Employee satisfaction

Question 6

A state characterized by vigor, dedication, and being engrossed in one’s work.

Answer 6

Engagement

Question 7

Theory suggesting that employees compare themselves to others, particularly in terms of input/outcome ratios.

Answer 7

Equity theory

Question 8

Individuals’ motivation is result of three factors 1) Valence: how much the individual values the reward, 2) Expectancy: extent to which the individual believes their increased efforts will lead to improved performance/success at a task, 3) Instrumentality: belief that if they perform well, they’ll receive the reward.

Answer 8

Expectancy Theory (or VIE Theory)

Question 9

Theory stating that there are two types of goal orientations—mastery and performance.Goals are a source of motivation and most effective when they are specific, challenging, and accepted.

Answer 9

Goal-setting Theory (or Goal Theory)

Question 10

An aspect of a job that interferes with an employee’s attainment of goals and development.

Answer 10

Hindrance Demand

Question 11

Theory that centers on five core job dimensions (i.e., skill variety, task identity, task significance, autonomy, and feedback) which are associated with employee motivation and job satisfaction.

Answer 11

Job Characteristics Theory

Question 12

The process of employees shaping their jobs. This may involve changing job demands and resources or redefining the job to leverage employees’ strengths, motivations, and passions.

Answer 12

Job crafting

Question 13

Aspects of a job that require sustained physical, emotional, or cognitive effort.

Answer 13

Job demands

Question 14

A framework for understanding the relationship between job demands and resources with burnout and engagement.

Answer 14

Job Demands-Resources (JD-R) Model

Question 15

A survey administered to formally evaluate the design of a job and determine if (and how) the job might be redesigned to improve motivation and job satisfaction.

Answer 15

Job diagnostic survey

Question 16

A type of job redesign wherein more tasks or greater task variety is added but responsibility is not increased.

Answer 16

Job enlargement

Question 17

A type of job redesign wherein a job is expanded to make it more fulfilling by satisfying higher order needs.

Answer 17

Job enrichment

Question 18

Physical, psychological, social, or organizational aspects of the job that help to wither achieve work goals, reduce job demands and the associated physiological and psychological costs; or stimulate growth, learning, and development (Bakker & Demerouti, 2007; Bakker et al., 2014). They buffer the impact of job demands on burnout.

Answer 18

Job resources

Question 19

Suggest people have varying levels of needs, each of which must be met before progressing to the others.

Answer 19

Maslow’s Hierarchy of Needs

Question 20

Internal and external factors that drives the desire and energy of someone to be committed to their work or pursue a goal.

Answer 20

Motivation

Question 21

Certain factors cause job satisfaction when they are present (motivation factors) while others cause dissatisfaction when they are absent (hygiene factors).

Answer 21

Motivation-Hygiene Theory

Question 22

Workplace interventions that focus on reducing sources of stress (e.g., job design). These are the most proactive types of interventions.

Answer 22

Primary interventions

Question 23

Workplace interventions that focus on changing the effect of stressors proactively (e.g., muscle relaxation techniques, meditation). These are common and generally inexpensive; however, they put the onus on employees.

Answer 23

Secondary interventions

Question 24

People have three fundamental needs autonomy, competence, and relatedness that, when met, foster intrinsic motivation and overall wellbeing.

Answer 24

Self-determination theory

Question 25

Workplace interventions that focus on how to deal with strain (e.g., employee assistance programs, time off from work). Of the three types of interventions, these tend to be the most costly.

Answer 25

Tertiary interventions

Question 26

Individuals’ beliefs about intelligence and ability known as implicit theories or mindsets tend to fall into one of two categories. Entity theory/fixed mindset is characterized by the belief that intelligence and ability are malleable and can be improved.

Answer 26

Theories of intelligence

Question 27

The state of being happy, healthy, and prosperous. It involves emotional, physical, psychological, social, career, and financial health.

Answer 27

Well-being

Question 28

The state of being in good physical and mental health.

Answer 28

Wellness